LAUSR

AIM The aim of this study was to examine the perspectives of experienced Australian Remote Area Nurses about remote nursing staff retention strategies. BACKGROUND There is low retention of Remote Area Nurses in remote Australia. Retention of Remote Area Nurses can be improved by a supportive environment including good management, professional development and supervision. METHOD This is a qualitative study using in-depth interviews with seven registered nurses with a minimum of 3 years remote area nursing experience. Participants were interviewed by phone, with the interviews audio-recorded then transcribed and analysed thematically. RESULTS Participants had on average 12 years experience as a Remote Area Nurse. They valued teamwork, effective and flexible management practices and the ability to maintain their own cultural and social connectedness. A flexible service model with regular short breaks, filled by returning agency nurses to enable continuity of care and cultural connections, was seen as a viable approach. CONCLUSION Flexible management practices that encourage short breaks for Remote Area Nurses may increase retention. This would need to occur within a supportive management framework. IMPLICATIONS FOR NURSING MANAGEMENT Management strategies that reduce isolation from personal and social networks can increase the retention of skilled Remote Area Nurses.